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1

Contingency Sourcing Project: Classification (Level 1 or Level 2), Estimated Cost

classification cost difficulty internet sourcing level sourcing telephone sourcing

Hi Folks,

I have a contingency search, and I want to find out what type of sourcing it might require (Internet or Telephone, Level 1 or Level 2, as per: Glen's fine article below which I previously posted) and what you think it might cost for 10-15 hours of work.

 

With your permission, I'd like to let the group know what I find out from you without releasing names.
Thank You,
Keith H
keithsrj@sbcglobal.net
+1.415.586.8265

Head Hunting Spec

Position/Title

Sr. Account Manager

 

Location & local area codes if any

Greater Los Angeles, CA Area Codes

      213 - Downtown Los Angeles, surrounded by 323 (October, 1947)

      310 - Santa Monica, Malibu, Pacific Palisades, Compton, Torrance, Beverly Hills, Catalina Island; the southwestern portion of Los Angeles County. (Split from 213 on November 2, 1991; overlaid by 424 on August 26, 2006)

      323 - a ring around downtown Los Angeles, including the Hollywood and Eagle Rock districts of Los Angeles, Florence, Montebello and East Los Angeles. (Split from 213 on June 13, 1998)

      424 - Overlay to 310 (see above) (August 26, 2006)

      562 - Long Beach, Whittier;Norwalk, Lakewood, Bellflower, Cerritos, southeast Los Angeles County and a small portion of coastal Orange County. (Split from 310 on January 25, 1997)

      626 - Pasadena, El Monte, West Covina; the San Gabriel Valley and eastern suburbs of Los Angeles. (Split from 818 on June 14, 1997)

      657 - Anaheim, Huntington Beach, Santa Ana, Orange, Garden Grove; northern and western Orange County(overlay with 714) (September 23, 2008)

      714 - Anaheim, Huntington Beach, Santa Ana, Orange, Garden Grove; northern and western Orange County(Overlay with Area code 657) (Split from 213 on January 1, 1951)

      747 - Will overlay 818, effective May 18, 2009.

      818 - Burbank, Glendale, the North Hollywood, Van Nuys, Panorama City, Sherman Oaks and Northridgedistricts of Los Angeles; the San Fernando Valley. (Split from 213 on January 7, 1984)

      909 - San Bernardino, Ontario, Pomona, and Chino; eastern Los Angeles County and southwestern San Bernardino County. (Split from 714 on November 14, 1992)

      949 - Irvine, Laguna Beach, Newport Beach, San Juan Capistrano; southern and eastern Orange County. (Split from 714 on April 18, 1998)

      951 - Riverside, Corona, Moreno Valley, Perris, Temecula, Murrieta; western Riverside County. (Split from 909 on July 17, 2004)

 

Company URL

 

Priority (high -low)

Medium-high

 

Position Description

Sr AM (Los Angeles, CA)
Client: a multibillion dollar global managed health care company
Location: Los Angeles, CA
Engagement details: $20m/year engagement involving standard IT services and also non-traditional models like SaaS and subscription business models. Team size = 200+. Candidate must have healthcare domain expertise and strong communication and relationship management skills to interface at C-level for this $10b - $15b company.

 

Essential Qualifications

Experience selling IT/Consulting services to the Healthcare Vertical

 

Desirable Qualifications

“A book of business”

 

 Companies/industries of particular interest

“Big 5”, “Next Tier” or large Indian Consulting Companies

 

Companies/Industries of no interest

 

 

Target Companies

IBM Global Business Services

Armonk, NY

190,000

 

Deloitte Touche Tohmatsu

New York, NY

155,000

 

KPMG

New York, NY

136,500

 

Electronic Data Systems

Plano, TX

 

 

Ernst & Young

New York, NY

135,000

 

HP Technology Solutions

Palo Alto, CA

105,000

 

Computer Sciences Corporation

Falls Church, VA

91,000

 

Affiliated Computer Services

Dallas, TX

62,000

 

Cognizant Technology Solutions

Teaneck, NJ

60,000+

 

Science Applications International Corporation

La Jolla, CA

44,000

 

Unisys

Blue Bell, PA

31,000

 

CGI Group

Montreal, Canada

26,500

 

Perot Systems

Plano, TX

21,000

 

Booz Allen Hamilton

McLean, VA

19,000

 

BearingPoint

McLean, VA

17,500

 

Keane Inc

Boston, MA

14,500

 

Titan Corporation

San Diego, CA

12,000

TCS

Wipro

HCL

Axon Consulting

and other Business Solutions Consulting Co’s

 

Additional information if any

Here are some questions:

* Do you have an exclusive?  Rarely depends on the client sometimes as few as 3 vendors

* How motivated is the client? Depends on requirement;  You would be working those where we intend to get action and placements and movement and feedback

* What is the hiring process?  Generally a phone screen then a technical phone screen then..Depends

* Are there any additional specific qualifications required? Do you have a fuller description of their responsibilities? 

Not for these two positions

* Education background? 4 year degree minimum
* Years of experience?    5+ years for all positions…about 10+ for sales positions

* What would disqualify an otherwise suitable candidate?  Already presented or applied himself to Company

* You mentioned a base of $120-$170k. What's the OTC?
* Does it allow for relocation candidates? Some jobs do..these sales jobs do not;  they want someone in the area who already is calling on clients etc

* Will the individuals need to come in to the office each day when they are not visiting clients, or can they work remotely? Most of the others require either traveling or in the office most days unless at a client site

* How many individuals do you want presented?   2 good candidates per requirement. (I’d like 5, please. –kh_)

 The Two Levels of Candidate Sourcing

 

 Posted at October 20, 2009

 Many individuals and organizations treat the sourcing role and

 function of recruiting – searching for and identifying potential

 candidates – as an entry level position, and/or a simple and basic

 task that does not require much skill or experience.

 

 I agree.

 

 I believe that it does not take much skill or experience to simply

 transcribe job titles and required skill keywords into LinkedIn,

 Monster, or an ATS and click “search.”

 

 However, that oversimplified view of sourcing talent only describes

 the most basic level of talent identification, of which, I believe

 there are at least two.

 

 Level 1 Sourcing

 

 Level 1 Sourcing involves little more than taking titles and words

 from job descriptions and entering them into Internet search 

 engines,

 social networks, job board resume databases, and applicant tracking

 systems to search for candidates.

 

 This is the proverbial “buzzword bingo,” and does not necessarily

 involve any real understanding (beyond surface level) of the roles,

 skills, responsibilities, or technologies involved in the hiring

 profiles or the candidates. These basic search terms produce search

 results that are then cursorily reviewed for keyword matching.

 

 Level 1 Sourcing involves a level of matching potential candidates 

 to

 hiring profiles that is often superficial and generic – very little,

 if any, interpretive analysis is performed. This level of sourcing 

 can

 in fact quite easily be performed by “junior” personnel/ 

 researchers –

 almost anyone can match keywords.

 

 Not only can Level 1 Sourcing be performed by junior associates, it

 can (and often is) outsourced for $5 – $7 an hour.

 

 However, don’t be fooled into thinking you are getting something

 fantastic for that $5 – $7 an hour – you’re getting exactly what

 you’ve paid for. Which is Level 1 Sourcing.

 

 In my opinion, there is no need to outsource Level 1 Sourcing, 

 because

 it does not require any deep understanding of the roles being 

 sourced

 for, nor does it involve any true analysis or creativity. As such,

 Level 1 Sourcing is well suited for total automation. Why pay people

 to match keywords when matching applications can do it for you for

 considerably less than $5 per hour?

 

 Many people are blissfully unaware of the fact that Level 1 Sourcers

 from any company will essentially find the same potential candidates

 as any other Level 1 Sourcer. It’s a simple equation: same 

 keywords =

 same results. This is one of the reasons why Level 1 Sourcing 

 provides

 no competitive advantage.

 

 Additionally, while Level 1 Sourcers can and will find SOME

 candidates, they will not and can not find ALL potentially qualified

 candidates available to them in the sources they are searching - 

 that

 would be impossible, for many reasons that I’ve written about

 previously that are beyond the scope of this post.

 

 And finally, Level 1 Sourcers are typically unaware of the people 

 that

 are in the ATS, job board resume database, or social network that 

 they

 are searching that their queries did not return. In fact, to them,

 anyone that they don’t find simply doesn’t exist.

 

 Level 2 Sourcing

 

 This is the good stuff. Level 2 Sourcing moves well beyond simple

 keyword matching and most certainly beyond a basic mastery of 

 Boolean

 logic.

 

 Boolean logic is easy to learn – after all, there’s only 3 main

 operators! However, the “magic” of leveraging databases and

 information systems for talent identification does not lie in the

 Boolean search operators themselves, but in the following process:

 

 Analyzing, understanding, and interpreting job opening/position

 requirements - including elements which may or may not be explicitly

 mentioned in the position description or BQ’s

 Taking that understanding and intelligently and creatively selecting

 titles, skills, technologies, companies, responsibilities, terms,

 etc., to include (or to purposefully exclude!) in a query employing

 appropriate Boolean operators and query modifiers

 Analyzing the results of the initial search to assess relevance as

 well as scanning the results for additional and alternate relevant

 search terms, phrases, and companies

 Based upon the observed relevance of and intel gained from the 

 search

 results, modifying the search string appropriately and running it 

 again

 Repeating steps 3 and 4 until an acceptably large volume of highly

 relevant results is achieved

 The “real” work of creating effective Boolean search strings lies in

 the interpretive analysis of the need, in determining what terms to

 include and exclude from searches and in what specific 

 combination, in

 the analysis of the relevance of the initial search results, and in

 the adaptive process of learning from the results to creatively 

 refine

 the Boolean search strings to find well qualified candidates – 

 people

 who are highly likely to be (or know!) the right match for any

 particular hiring need.

 

 Unlike Level 1 Sourcing, Level 2 Sourcing involves and in fact

 requires a deeper understanding of the roles, skills,

 responsibilities, and technologies involved in the hiring profiles

 being sourced for. In this regard, Level 2 Sourcing goes well beyond

 explicit keyword matching and deep into implied experience and

 capability matching.

 

 In addition to finding all of the candidates that Level 1 Sourcers 

 can

 find, Level 2 Sourcers can also find the candidates that Level 1

 Sourcers have access to, but can not and do not find. Interestingly,

 all Level 2 Sourcers will not find all of the same candidates,

 specifically due to their varying experience and creative and

 analytical ability.

 

 And unlike Level 1 Sourcers, Level 2 Sourcers are acutely aware of 

 the

 candidates they have not found, because they understand that every

 Boolean string and search strategy will find some candidates, and

 exclude others.

 

 Level 2 Sourcing is Not a Junior Role and Cannot Be Automated

 

 It is precisely because of the aforementioned reasons that Level 2

 Sourcing cannot be performed by junior level associates – it is not

 an entry level role, nor can it be outsourced for $5 – $7 an hour.

 Okay, it CAN be outsourced at those rates, but you won’t get Level 2

 results. Remember, you get what you pay for.

 

 Level 2 sourcing cannot be automated, regardless of what the vendor

 representatives of “artificial intelligence” resume parse/match

 applications may claim. This is because Level 2 sourcing requires “a

 posteriori” knowledge – which comes from experience, which comprises

 knowledge and skill gained through involvement and exposure.

 

 Applications do not accumulate experience or gain knowledge or 

 skill,

 in the true sense of the terms.

 

 AI matching applications essentially perform a form of pattern

 recognition to classify data through parsing resumes and employing a

 keyword/phrase taxonomy, which is built based on “a priori” 

 knowledge/

 information extracted from the patterns and programmed into the

 matching logic.

 

 I recently spoke at the PDS Technology Conference and had the 

 honor of

 seeing Dr. Michio Kaku present on the world of 2020 and beyond. Dr.

 Kaku believes that “Progress in artificial intelligence may come 

 to a

 gradual halt around 2020. The two problems facing AI are pattern

 recognition and common sense.”

 

 I was happy to hear that Dr. Michio Kaku believes that the 

 employment

 market of the future will be “dominated by jobs involving common 

 sense

 (e.g. leadership, judgment, entertainment, art, analysis, 

 creativity)

 and pattern recognition (e.g. vision and non-repetitive jobs). Jobs

 like brokers, tellers, agents, low level accountants and jobs

 involving inventory and repetition will be eliminated.”

 

 That’s great news for anyone performing Level 2 Sourcing, primarily

 because it requires creativity, interpretive analysis, judgment, and

 common sense (a natural understanding based upon experience) - four

 things that machines and applications are intrinsically incapable 

 of.

 

 Unlike AI matching applications, Level 2 Sourcers intrinsically

 understand that resumes and social media profiles are imperfect and

 incomplete representations of the people who created them, and that

 they often do not explicitly mention all of their skills and

 experience. As such, Level 2 Sourcers are not only able to find

 qualified candidates based on the words they use - many can also

 specifically search for and find people who have experience that 

 they

 do not mention. In other words, some Level 2 Sourcers can find 

 people

 based on what they don’t say. This is a skill that can only be

 developed over time from observation and experience.

 

 Final Thoughts

 

 Level 1 Sourcing can be performed by entry level associates or be

 completely automated, as the level of matching produced is 

 superficial

 and based primarily on explicit keyword and phrase matching. This 

 can

 be quite sufficient for static and repetitive hiring needs for 

 simple

 hiring profiles, where title searches will often suffice.

 

 The value and the results provided by Level 1 and Level 2 Sourcing 

 is

 vastly different - this is why some organizations see the sourcing

 function as a low level or junior role, simply outsource it for $5 –

 $7 and hour, or completely automate it. Interestingly, there are

 sourcers who make $50 to over $100 an hour, and they are worth every

 penny for the competitive advantage and value they provide to the

 organizations they support.

 

 Dr. Michio Kaku would classify Level 1 Sourcing as ”commodity based

 capital,” in that it is a product that is the same no matter who

 produces it - man, woman, or machine.

 

 People who perform Level 2 Sourcing are true knowledge workers, 

 whose

 value is intellectual capital – based in creativity, judgment,

 analysis, ”common sense” and “a posteriori” knowledge developed over

 time based upon experience – similar to senior Financial Analysts,

 Business Analysts, Data Analysts and Business Intelligence Analysts.

 Level 2 Sourcers produce a product that is quite different based on

 who produces it, and it cannot be reliably replicated by machines.

 

 To be sure, one could easily break Level 2 Sourcing out to at 

 least 3

 different levels, because to lump everything more advanced and

 sophisticated than Level 1 Sourcing into one broad category is

 horribly limiting, but for the purposes of this article, it shall

 suffice.

 

 Human Capital Data data is the sword of the 21st century – those who

 wield it well are the Sourcing Samurai.

 

started Nov. 13, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
8 days ago
1

"Sourcers are slaves."

apples-and-oranges respect salaries sourcing

"Sourcers are slaves." That's what Jack Perkins of Onyx SW says of sourcers over on the sfrecruiters yahoo group - do you agree? Start here to see the many responses in the thread - it's fascinating.

Remember - today (THURS, Nov 12) at noon (EST) is the TalkSourcing radio show w/ Geoff Webb and myself fielding questions from the audience about Internet and phone sourcing, respectively. There's going to be a caller call in from a company called TalentRaider. TalentRaider is not at all shy about talking about aggressive poaching and what it brings to the table.
Join us!
TalkSourcing may be found here to listen and twitter your questions to #TalkSourcing or
at NOON EST call in to 347-850-1815. to listen and talk.

started Nov. 12, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
9 days ago
1

Technical Sourcer Opportunity at Meebo

sourcer-jobs

 

With 90 million people sharing over 30 billion messages and 75 million links every month, Meebo is one of the Web's fastest growing social media companies. Founded in September 2005, Meebo enables real-time social interactions with instant messaging and group chat at meebo.com and on partner sites across the Web. Meebo is headquartered in Mountain View, CA. We are currently looking for a talented Sourcer to help us with our recruiting needs!

 

Technical Sourcer - Contract

Position is located in Mountain View, CA (3-6 month contract)

Responsibilities:

* Lead sourcing efforts that yield a diverse slate of candidates; partnering w/ Engineering and Business team members to explore and utilize diverse sources.

* Define efficient sourcing processes and following them by consistently entering clear and thorough notes in the ATS and spreadsheets.

* Execute the recruiting process which include developing search strategies, sourcing (including but not limited to proactive networking, cold calling, resume mining, database searching, etc.), prescreening, interviewing candidates to attract, evaluate, develop, and qualify candidates.

* Utilize tools such as search engines, LinkedIn, blogs, and job boards to source top tier talent within the open source community; specifically in C, C++, JavaScript and other related back-end and front-end technologies.

* Phone screen candidates to evaluate their qualifications.

* Communicate proactively and consistently with hiring managers and candidates throughout the course of the search.

* Maintain a strong network of key related organizations and associations for potential sourcing.

 

What you'll need:

* 4+ years of technical sourcing experience (web technologies a plus)

* Bachelor's degree preferred or equivalent

* Knowledge of internal databases, networking, contact lists, cold calling, internet searches, and other resources

* Ability to interact with all levels of the organization

* Flexibility to adapt to changes in requirements/needs of Hiring Managers.

 If interested, please send a copy of your resume to: jobs@meebo-inc.com

started Nov. 10, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
11 days ago
1

Where would you look for experienced mechanical engineers?

In a particular city (no relos) and must have manufacturing experience?

Are there any good groups or societies you're aware of that have chapters in most cities?

Thanks in advance!

started Nov. 3, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
18 days ago
1

The "Dark" Side of Sourcing

phone-sourcing

David DeAngelo, that guru of dating who puts out the fabulous stuff on how to captivate women (that is read more and more by women for tips on how to combat gamesmanship) recently put out a piece (The Dark Side of Dating) where he bemoaned the fact that his advice was interpreted as manipulative, on the face of it. What he was really bemoaning was the fact that so many people fail to see beyond that to the true message - that, in his words:

It's funny, because now that I teach men how to meet women, I get questions all the time that start with things like "I don't want to use the things you teach because I don't want to be MANIPULATIVE with women".

Ironic, really. Mostly because I think of the things I teach as being NON-manipulative.

And one of the things that I've realized is that being honest with yourself, and honest with women makes you feel like a better person inside.

And I think that the way you feel about yourself determines so many things... from your inner level of satisfaction with life...to the level of trust others have for you when
they meet you.

As far as I'm concerned, the more CANDID and HONEST you can be with yourself and others, the more self-esteem and character you build for the long-run.

I don't want to start sounding like an ethics professor or a philosopher, but let's just say That MORE HONEST is MORE BETTER.

I read it with great interest because much of the same thing can be said about phone sourcing. Read his whole message here and tell me what you think.

started Nov. 3, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
18 days ago
1

Looking for a Sourcer/Candidate Recruiter in Burr Ridge, IL near Chicago...

career candidate sourcer job recruiter staffing talent acquisition

Our HQ in Burr Ridge, IL just outside of Chicago is looking for a candidate sourcer/recruiter

MUST NOT follow the POST and HOPE methodology
Post a job spec to a job board and HOPE the right person comes along.

YOU MUST KNOW how to source candidates on your own from google, yahoo, internet, social media etc

Immediate Openeing
NO H1B Visas.
NO Corp to Corp

NO TELECOMMUTE (sorry no exceptions)
NO CANDIDATES THAT REQUIRE RELOCATION will be considered.

send a resume to me for immediate consideration.
jweidner [at] jsginc [dot] com

408-236-7328

started Oct. 29, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
23 days ago
1

Broadlook Webinar today at 3pm central time (that's 4 EST)

broadlook donato webinar profilerx

Join Broadlook for a Webinar today, Wednesday October 28, at 3 P.M. central time (that's 4 EST)
 
ProfilerX is the most powerful lead generation tool ever...are you fully leveraging it?  1000's of companies are using Broadlook ProfilerX to identify decision makers, generate leads and impact sales. Many companies have experienced upwards of 400% increase in leads generation.  How are they doing it?

In this webinar you will learn:
-What is Sphere of Influence Sales & Marketing?
-How to get 5-9X the results from telesales & email outreaches?
-Received, Viewed, Read, Entice, Impact:  The 5 stages of an email and what they mean to you
-Visual email screen outs, what are they and how to avoid them?
-Why your emails getting deleted before ever being read?
-Putting measurable metrics to voicemail and email scripts
-What matters the most and what is just noise; how to assert influence in sales outreach
-The 5 things that every script should have

-Time management & how to plan for using ProfilerX
-How to use ProfilerX to sell deeper into your current clients
-Best practices to reduce duplicate data in your CRM
-Using ProfilerX with other tools
-How to best leverage ProfilerX in a team environment
-How Broadlook uses ProfilerX

Join Donato Diorio, Founder & CEO of Broadlook Technologies for this "low tech" session that will benefit the individual contributor as well as sales manager.
 
Title:  Beyond ProfilerX Technology; Business Process Strategies that Impacts Sales  
Date:   Wednesday, October 28, 2009
Time:  3:00 PM - 4:00 PM CDT

Reserve your Webinar seat now here.

started Oct. 28, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
24 days ago
1

Recruiting Animal's Radio Show TODAY (W, Oct 28)

edgy hilarious nerve-racking one-of-a-kind radio-show recruiting-animal

Guest: Neil Lebovits, Recruiting Trainer
Animal Show. Wednesday, October 28 - NOON EDT
Call To Talk:    646-652-2754 or listen here.
I'll be there - I hope you will be too!

******

Our goal is to save you time and help you succeed.

 

started Oct. 28, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
24 days ago
1

TalkSourcing Upcoming Radio Schedule

have-you-heard? talk-sourcing

October 29 show TalkSourcing, the only-of-its-kind radio show about all-things-names-sourcing, is about to interview Sourcing Pioneer Glenn Gutmacher tomorrow, Thursday, October 29 at noon EST.

Glenn Gutmacher created one of the world's first 100% web-based e-sourcing courses in 1997, which continues today as Recruiting-Online.com. He started in this space by founding greater Boston's first regional career site, JobSmart, in 1996 for a major newspaper chain's portal, TownOnline.com. Today, as Vice President of Arbita ACES (Arbita Consulting and Educational Services, formerly JobMachine), Glenn is in charge of their Recruitment Development services including the creation of content, development of new curriculum and products, and conducting online events. Glenn is an often-requested speaker on Internet sourcing topics at leading recruiting conferences and associations.

Geoff Webb and I will be hosting TalkSourcing's interview with Glenn and if you'd like to listen tune in on Thursday at noon EST here or dial 347-850-1815 to listen and ask Glenn questions live - on the air!

November 5 show We've booked Bill Boorman for the November 5th show.  Although not a Sourcer, Bill wanted to come on and chat about where Sourcing is heading - more of a "where does it fit" these days.  He has a theory that given that Social Media is being shut down at many different companies (sources say 70% of all companies ban social networks - the fact that those wayward airline pilots overshot their destination 'cause they were tuned to their laptops won't help things!) Sourcing is still a piece that has been overlooked and will be in greater demand.  Tune in for this show - you'll learn a few things that might surprise you!

NEW SHOW DEVELOPMENT  I'm beginning a new radio show - it's called SellYourOwnBusiness.  It's my firm belief that many people have an interest in this subject - either from the buy side or the sell side and it's my hope that the show will feature sellers of businesses who will agree to a 1/2 hour interview wherein they "pitch" their business for sale to the audience.  The first show is tomorrow, Thursday, October 29 at 12:30 p.m. EST, following Glenn's 1/2 hour interview.  So far I've had several "nibbles" from sellers wishing to explore the phenomenon but so far nobody's been brave enough to step up to the plate.  Are you?  Are you looking to sell a business at this time or have you sold a business in the past?  Want to talk about it?  Send me an e-mail at maureen at techtrak.com.  If nobody steps forward I'll be taking questions from the live audience on the subject for the time being.  I have more than a little experience in this subject. 

******

Our goal is to save you time and help you succeed. 

started Oct. 28, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
24 days ago
1

Operations Supervisors - Food

Any ideas on how to get to the Operations Supervisors in Manufacturing preferably Food manufacturing? They would report to the Plant Managers / Operations Managers so I can't go to that person. I tried to go thru other departments since I had names of those areas like sales, accounting, etc. but I'm getting shut out. Help...need some people fast.

Thanks, Stacy stacy@rsirichfield.com

started Nov. 2, 2005 by
posted in ASK Maureen (Sourcing/Research HELP)
 2
30 days ago
1

Recruiting Animal Radio Show TODAY Noon EST

416-481-8016-to-line-up-appearance animal-show be-his-guest call-him

Mike Ramer, Search Consultant will be appearing on a no-content show today (Animal's scheduled guest bailed - I'm sure he'll tell us all about it!) on the Recruiting Animal's Radio Show - Call 646 652 2754 to listen noon EST - it'll be a free-for-all and you're invited! www.recruitinganimal.com

started Oct. 14, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
38 days ago
1

Scott Baxt Discusses ERE's Sourcecon Acquisition

sourcecon the-deal

ERE acquires Sourcecon - talk about it first here on Talksourcing

 

started Oct. 12, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
40 days ago
1

TalkSourcing Today w/ Scott Baxt of ERE

ere scott-baxt sourcecon

Scott Baxt of ERE will be on BlogTalkRadio's popular TalkSourcing show today at noon EST w/ hosts Maureen Sharib and Geoff Webb discussing Tuesday's announcement that ERE has acquired Sourcecon.  We'll be talking about the logic of the deal and what the future holds for the event.  Be there!

TalkSourcing may be found at http://www.blogtalkradio.com/TalkSourcing

You can listen online at noon or at NOON EST call in to 347-850-1815.

 

started Oct. 8, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
44 days ago
1

Morals Class Is Starting; Please Pass the Popcorn

doing-what-is-right

This looks interesting.

******

Our goal is to save you time and help you succeed.

started Sept. 27, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
55 days ago
1

Sourcerography Series now posted

blogtalk-radio-interviews hear-how-they-sound with-sourcers

The Sourcerography Series interviews we had recently with outstanding sourcers in our industry are now up on the MagicMethod site. Shally Steckerl, Julia Stone and Geoff Webb now belong to the sourcing ages! Hear them live on the main page, top left.

******

Our goal is to save you time and help you succeed.

started Sept. 25, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
57 days ago
1

HR may not be dead but a few folks may be killing it.

scarifying

HR may not be dead but a few folks may be killing it. Check the latest from @FistfulOfTalent: http://bit.ly/XqJCT

started Sept. 24, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
58 days ago
1

What are the best books to learn sourcing?

We haven't done this in a while.

What are the best books to learn sourcing?

******

Our goal is to save you time and help you succeed.

 

 

 

started Aug. 27, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 1
2 months ago
1

Shally to appear on TalkSourcing Radio Show Thurs Sept 17

shally-on-talksourcing

Noon EST Call 347-850-1815 to listen and talk
TalkSourcing may be found at http://www.blogtalkradio.com/TalkSourcing

Q: Would you describe yourself as an Introvert or as an Extrovert?
A: "Introvert. I recharge my batteries in isolation and self-contemplation." ~ Shally

started Sept. 15, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
2 months ago
1

TalkSourcing LIVE at ERE today!

talk-sourcing

TalkSourcing Radio Show wil be roving ERE today looking for sourcers to answer the burning question of "What is names sourcing, anyway?"  Look for Jeremy Langhans - Senior Boots-on-the-Ground Sourcing Guru during the noon EST hour - and be interviewed LIVE on TalkSourcing by Geoff Webb and Maureen Sharib!

Visit TalkSourcing at noon EST to hear the fun.  To call in live call: (347) 850-1815 

Best wishes to the event and we hope you all come away from the conference with renewed enthusiasm and knowledge between your two ears!

started Sept. 10, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
2 months ago
1

Animal's Radio Show: "...on the air he was a maniac..."

one-of-a-kind radio-show recruiting-animal

Following are the words of Johnny Cash describing the early days of his radio experience. Reading it I recognized the madness in the Recruiting Animal's methodology and thought I'd draw it to your attention - if it worked once why not again?

"Sleepy-Eyed John said and did anything he wanted on the air. He'd let new singles play halfway through, then jerk them off the turntable and throw them into his trash bin. "That guy ain't worth a hoot" he'd say. "Let's find something worth playing. All right, here's Bud Deckleman's new one. Now there's a record!"

Despite his act, Sleepy-Eyed John knew exactly what was going on. He saw the rock 'n' roll turnaround coming and he helped it along. He was a nice guy too, handsome...

Dewey Phillips was quieter, more reserved and relaxed than Sleepy-Eyed John, but on the air he was a maniac, one of those midnight howlers like Wolfman Jack; that was his act. He was good to talk to about music and good to me, and he worked his tail off at that station. His 'Red Hot and Blue' show went on at midnight, but he was on the air during the day too." ~ Cash - The Autobiography, Johnny Cash with Patrick Carr, 2003, Pages 71-72

Now, I know we won't find Animal on the air at midnight ('cept if you listen to his taped shows) 'cause he's fast asleep most every night at midnight but every Wednesday at noon EST you'll hear him howlin' away, just like some of those early mad characters in on-the-air radio did. Only Animal is doing it on Internet Radio at Blog-Talk Radio and you don't want to miss his shenanigans and you do want to be one of his guests - IF you can take his heat. If you'd like to appear on Animal's weekly radio show give him a call - 416 481 8016. Have your schtick together when you appear 'cause he's sharp and bold and bright and his listening audience is expanding as we talk about all this! Don't miss him broadcasting LIVE in Toronto from Recruitfest. Stop by his mike and say hi to the recruitosphere.


"The bashful are always aggressive at heart." ~ Charles Horton Cooley
******
Our goal is to save you time and help you succeed.

started Sept. 9, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
2 months ago
1

Help with a list of companies

Hello,

I'm trying to put together a list of commercial or hospital owned reference laboratories and their locations ie (Quest Diagnositcs, PAML, LabCorp, Tri-Core Reference Labs, etc...)

Can anyone offer me any suggestions or advice?  Thank you in advance for any assistance!

Scott Anthony

Blue Marble Executive Search

scotta@blumarble.net

 

started Sept. 1, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 3
2 months ago
1

Veterans Needed

military orlando sales veteran

I need your assistance team.  I was hired last week as a recruiter on the military team.  My mission is to hire Admissions Reps to work at Kaplan University.  They mus be living in Orlando, Florida.  They must have an Associates or working toward their Bachelors.  They must have 2-3 years experience selling intangibles.  Must be a veteran.  Can you help me.  I need to come through with a bunch of quality candidates.  Thanks in advance.  Howie

started Aug. 31, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 2
2 months ago
1

Today (Thursday, Sept 3) is the TalkSourcing Radio Show!

julia-stone sourcerography talk-sourcing

Geoff Webb and I are interviewing Julia Stone, a humorous recruiter who sources from Madison, Wisconsin.

"People don't want headhunters that can't source. Eventually they figure out that they are paying you a 20,000 fee for something they could have done with a 300 posting." ~ JS

One of Julia's many strengths is her common sense and we're going to get a good dose of it today!

TalkSourcing may be found at http://www.blogtalkradio.com/TalkSourcing

At the appointed hour (NOON EST)TODAY call in to 347-850-1815.

* If any of you would like to be interviewed in the Sourcerography Series for TalkSourcing (it's a great way to get the word out about your sourcing business) send me an email:
maureen @techtrak.com

SPONSORS WANTED for the TalkSourcing show -contact geoff at radicalrecruitment @gmail.com 

started Sept. 3, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 0
2 months ago
1

Job Search boards discounts? What to expect.

Here's my experience of as last year. Monster discounts like crazy. I got 64%

Careerbuilder wouldn't give me anything.

Does anyone know what Dice discounts?

started July 30, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 1
2 months ago
1

Need an RPO designed for the smaller companies

We are a small recruiting company that just opened our second office in Austin Texas and have been asked by 2 of our clients to put together and RPO model for them. Both of the companies are small with 2nd and 3rd rounds of funding and don't have lots of capital.

I have looked at MaxHire, Bullhorn, Kenexa so far. Maxhire and Bullhorn can't connect companies from 2 different sites i.e. our facility and our clients. Kenexa was 170k for the first year and 110k for each year their after. I am looking for an RPO model that can cater to the smaller and lees funded companies that can fit this type of budget with the ability to grow with the company.

Does anyone have suggestion? Please feel free to contact me directly

 Respectfully, 

Scott Newman

VP Talent Acquisition

SparkNet Technologies LLC,

DBA Infusion Recruiting Solutions

scott@infusionrecruiting.com

www.infusionrecruiting.com

Office: 512-379-0308 ext 100

Cell: 949-228-2949

US Army Veteran

started Aug. 31, 2009 by
posted in ASK Maureen (Sourcing/Research HELP)
 2
2 months ago